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Affirmative Action

Onyeka Omose • Jul 12, 2023

Affirmative Action: Changes and a Way Forward.

Affirmative Action in 2023

Affirmative action continues to be a topic of debate and legal challenge, with several supreme court rulings shaping its implementation. This legislation will continue to be a crucial tool in promoting diversity and inclusivity in organizations and institutions. Affirmative action is defined by proactive programs and strategies designed to provide opportunities for women, people of color, and other marginalized groups in employment, education, and business. These programs and strategies aim to address the effects of past discriminatory practices and promote diversity and equal opportunity. Historically and more recently, racial bias and discrimination in institutions of higher education have come under scrutiny in the courts and have led to important legal decisions that have shaped the way affirmative action is implemented. The supreme court ruling stated that colleges and universities could consider race as a factor in their admissions process, if not the sole determining factor. This decision marked a significant shift in the understanding of affirmative action, as it affirmed the continued need for diversity and recognized that race can be one factor among many in creating a diverse and inclusive educational environment. It is important to recognize the potential benefits of affirmative action in reducing inequality and promoting diversity. Colleges and universities have embraced the importance of diversity in their admissions processes, recognizing that a diverse student body enhances the educational experience for all students.


The Way Forward for Organizations/Companies/Institutions

In moving forward with affirmative action in 2023 and beyond, it is crucial to continue educating the public about its true purpose and dispel misconceptions that surround it. It is essential to emphasize that affirmative action looks to level the playing field and promote equal opportunities for underrepresented groups, rather than giving preferential treatment. To achieve the goals of affirmative action in 2023, organizations and institutions should also focus on implementing diversity programs designed to drive inclusion. These programs may include hosting employee networking events, developing mentorship initiatives, and providing diversity training to cultivate appropriate antidiscrimination behaviors. Additionally, organizations should incorporate diversity metrics to measure the effectiveness of their diversity programs and ensure that promotion and hiring levels of minorities and traditionally underrepresented groups are increased. Implementing these initiatives strategically and accounting for local demographic and logistical considerations is essential. By taking a proactive approach to affirmative action and considering the unique needs of their respective communities, organizations can create meaningful opportunities for individuals from diverse backgrounds. In summary, affirmative action in 2023 should shift its focus to implementing strategies such as quotas for women in top positions, dedicated sponsorship programs, and social policies. Through these changes, it is hoped that affirmative action can better serve its purpose of promoting inclusivity and equal opportunities for all.


At Diverse Talent LLC, it is necessary for us to continue to collaborate with various stakeholders, including businesses, community organizations, and policymakers, to develop comprehensive strategies that promote diversity and equal opportunity. And we will continue advocating for policies that support affirmative action at both the state and federal levels. By working together and committing to creating a more inclusive society, we can ensure that affirmative action continues to play a vital role in addressing historical inequalities and promoting a more just and equitable society/business environment.

Interview Questions Your Team Should Avoid

By Greer Campbell • 04 Mar, 2024
Growing your organization requires the right team. Hiring the right team requires the right approach. Vetting and getting to know potential hires is key to building an effective culture. Interviewing candidates is your first chance to understanding applicants, their skill sets, their professional goals, and more. But just as you are vetting applicants, they are vetting you. The interview process allows applicants to gain a better understanding of your organization’s goals, culture, and needs. Setting the right example and perspective on your company begins with your interviews. One wrong or controversial question, and that could break a potential beneficial business relationship. See below for examples of questions to avoid asking candidates in interviews, and why. Are you planning to start a family soon/Are you planning to expand your family soon? While this seems like an obvious conflict, many companies are still asking this to potential employers. This makes the applicant feel like that would make or break their candidacy. Mothers and fathers in business want to feel support from their employer, an unspoken sense of support. Starting a family or having a family does not dictate a candidate’s professional abilities, therefore there is no reason to ask. What are your religious, political, and sexual stances? Again, these are personal attributes that do not affect a candidate’s ability to perform professionally, therefore can be seen as inappropriate and reason for termination of consideration for candidacy. Where are you originally from? While on the surface this may seem like an innocent question, it is illegal under Title VII of the Civil Rights Act of 1964 making it illegal to discriminate against someone on the basis of national origin. If you ask, you could be accused of discriminating against them. You can, however, ask if the candidate will be able to report to the position location required by the job opening. How old are you? It is illegal to ask someone’s age, you are only allowed to confirm the candidate is of legal age to work full time, being 18 years old. What salary did you make at your previous role? Many states have implemented a salary transparency law, enforcing job postings and descriptions must portray the salary range for the position. Even if your state does not have this law, it is safe to avoid asking a person’s salary history. Instead, share the salary range and confirm the candidate’s expectations are within the range. As the market continues to be competitive and ever changing, engaging a 3 rd party service like Diverse Talent can greatly benefit in finding your organization’s right fit based on our industry expertise.

Employees & Technology are the Driving Factor of HR in 2024

By Alanna Jones • 23 Jan, 2024
After resignations and layoffs during 2023, it is crucial for employers to leverage technology to help their employees thrive. Employees are seeking good company culture, growth opportunities, and company priorities which help to retain and attract employees. When looking for new talent, we first must understand what job seekers are looking for. Here are some of their top priorities in 2024: Participation in meaningful work Engagement with good management Increased work-life balance Desire for hybrid or remote work The labor force is changing, and employees aren’t afraid to stand up for what they want. Job descriptions and interviews can portray the company values and culture which can make all the difference in the choice an employee makes. Including remote workers in your search opens opportunities to find talent in a wider area and reduces the impact employees have on the environment by reducing or eliminating their commute. With the focus on new employees during 2024, focus still needs to be on the current employees, the ones who the workforce is not limited to understanding what jobseekers are looking for. Current employees also have desires. Some of which are listed here: Retention Promotion and growth Development and upskilling Fear of job replacement by technology Your employees want to stick around and as a business leader you are responsible for giving them reasons to. Competitive pay is a bonus, but also leveraging HR and creating a space where your employees feel comfortable and valued is just as important. Help provide your employees with the resources and time to learn more skills, after all it only makes them more valuable to your company. How can you leverage technology in HR in 2024? Writing job descriptions and filtering candidates Automation of tasks and training Finding and generating key words Gathering data to make informed decisions Technology and AI will continue to have an increased presence in the workplace and should be used as tools. They are not meant to replace your work and instead should be used to drive efficiency. You should use AI to help write job descriptions, assist in scheduling, generate interview questions, help jumpstart a brainstorming session, and improve your company’s visibility through SEOs. Your company should even use technology to gather data on employees. See what skills they lack, what your company culture is lacking, and then use online platforms to train and upskill your employees. In 2024 decisions regarding employees should be driven by data. If your company does not leverage all the data accessible you will fall behind. Use technology to find, retain, and train your employees. If you are looking for talent or HR services, contact us at DT@diverse-talent.com . We’ll help gather data throughout the search process to ensure that we bring quality candidates to you. We focus on highlighting a workforce that reflects our country’s demographics and are eager to connect with potential candidates to fill your open positions.
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